You've grown tremendously in the past year, and
are at a point where either you need to clone yourself or hire some help.
Taking time in the beginning to understand this process will save you time and
money over the course of your business's life. Hiring someone that isn't a good
fit for the position, and repeated employee turnover can result in increased
operational costs that you weren't expecting. The following steps are one way
to keep thisprocess positive and productive.

1) Write a job description - Include a job title, required functions to be
performed, qualifications, and additional functions you desire but that aren't
required. Ask yourself whether this position requires more horse skills or
people skills. Then specify which skills in these realms you're looking for.
For example: you need "barn help". The right person will need to muck
stalls, turn horses out, perform occasional light horse farm maintenance tasks
(fence repair etc.), and interface with boarders. Additional but not necessary
are: longeing and riding ability, and filing skills. If an applicant has these
added skills, you will be able to have them exercise horses if necessary, and
help you with some of the record keeping that your business requires.
Qualifications for the position are: genuine like and interest in horses,
recent horse knowledge and experience, capable of lifting 50 pounds, and good
customer service skills. You decide the jobtitle for this position is General
Horse Care .

2) Determine pay rate - Find out what the going rate in the industry is for
this type of work. Check "through the grapevine" as well as with the
Department of Labor regarding minimum wage. Decide what pay scale you will use,
for example: per hour, per stall, per horse, or per day rate. Remember that
what you pay must equal minimum wage if you divide the hours worked bythe total
wage paid.

3) Advertise the position - Write up an ad that includes job description, who
to contact, how to reach that person, and if necessary the best hours to reach
that person. You can also include rate of pay if you wish. Many people leave
this discussion until the job interview, as it can be part of hiring
negotiations. Place the ad in publications that reach your geographic area as
well as the horse industry. Tell your colleagues, friends, and clients that
you're looking for someone also. They can pass the word along or might know
someone who fits the job description.

4) Interview your candidates in person - Do you have an application for your
prospective employees to fill out? Generic samples can often be found in office
supply stores. Spend some time considering what's important to know before you
hire. Write a set of questions that you'll ask each applicant, so you can
compare apples to apples. Remember that there are some things that are illegal
to ask, and can result in discrimination charges. You can be sure you're on
safe ground by checking with your state's civil rights department or your
attorney. Questions might include: previous experience with horses; why does
this job appeal to you; describe how you would go about performing a specific
job function; what are your strengths in a work situation; what are your
weaknesses; where do you see yourself in one (three, five) year; create an
emergency or high stress scenario and askwhat their response would be.

5) Ask for references - Check out your prospective new hire with previous
employers. Former employers may be hesitant to remark on negative situations
due to today's litigious culture. You can verify date of employment, whether
they would hire this person again, and may be able to gain insight if you ask
about strengths and weaknesses.

6) Make your decision - After you've made your decision, notify the person
you've chosen first. If they're job hunting they may have found another
position since the interview. If they accept, be sure to notify the other
candidates that you've selected the person that best fits the job description.
There may come a time in the future that one of these other applicants is the
right hire for you.

7) Keep a file - Put a copy of your ad, job description, applications,interview
results, and pay rate at hire in your records. It's always best to treat others
with the courtesy and respect you would like if you're in their shoes. It's
also always very smart to be sure you're up to date on legal hiring,
supervision, and compensation practices, and to operate accordingly.

(Lisa Derby Oden has been providing business development, marketing, and
association consulting services to the horse industry since 1995. Oden is
author of "Growing Your Horse Business" and "Bang For Your Buck:
Making $ense of Marketing For Your Horse Business." She is the 1999 AHC
Van Ness Award recipient for outstanding service to the horse industry. She can
be reached at: (603)878-1694; email at
Lisa@horseconsulting.com; or
visit her
website at www.horseconsulting.com)